Page 63 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management Preet Kanwal, Lovely Professional University

Notes Unit 4: Job Design

CONTENTS
Objectives
Introduction

4.1 Definition of Job Design
4.2 Job Design Process
4.3 Job Design Methods

4.4 Job Simplification
4.5 Job Rotation
4.6 Job Enlargement
4.7 Job Enrichment
4.7.1 Techniques of Job Enrichment

4.7.2 Steps in Job Enrichment
4.8 Providing Intrinsic Motivation
4.8.1 The Significance of Intrinsic Motivation

4.9 Summary
4.10 Keywords
4.11 Review Questions
4.12 Further Readings

Objectives

After studying this unit, you will be able to:

 Define the term job design
 Discuss job design process

 State the relevance of methods of job design
 Explain the concept of job rotation
 Elaborate on job enrichment Job Specifications

Introduction

The logical step to job analysis is job design. Job design has been a concern for managers for
many years, but it was Frederick Taylor, in 1911, who proposed the scientific design of a job.
Through time and motion studies, it was expected that productivity would increase. There was
little regard for the human element other than to make sure that it was adequately controlled
and supervised. More recently, organisations are discovering there is often a high price today in
the form of absenteeism, turnover, apathy, poor work quality, or even sabotage, when the
human element is not considered.

56 LOVELY PROFESSIONAL UNIVERSITY